The HR function has evolved over time and continues to grow in response to the fast-paced and dynamic world of employment. Organizational leaders and HR professionals have a greater number of responsibilities today than in the past, and they face a variety of challenges. These challenges include ensuring policies and practices comply with changing legislation, recruiting and retaining talent in competitive labour markets, ensuring administrative tasks are complete, and keeping up to date with relevant technology and best practices.
Adding to the increasing responsibilities of HR professionals is a push for equality, diversity, and transparency in employment practices, which further influences the role of HR. Human resources professionals are deeply connected to questions of hiring, retention, compensation, and communication between management and staff. Therefore, it’s important they work to stay up to date with evolving trends. But how?
Organizations of all sizes across all industries are in transition because of these changing pressures. Many organizations now recognize that HR is a value-creating asset to their company, and are thus taking on additional HR initiatives.
As social media makes mistakes more visible than ever before, organizations have begun to recognize the importance of remaining up to date and compliant with legislation—a task well-suited to HR’s responsibilities and skills. In response to these trends, even organizations without a dedicated department or professional are implementing HR practices like formalizing policies and practices for the first time, taking on HR roles and activities, developing training requirements, and so on.
There are growing pains associated with implementing and formalizing HR practices. The person responsible for HR must consider all the influences on implementation of new HR initiatives. People are often hesitant about change and push back if there’s not a clear reason why change is occurring. Employees may not understand why HR is necessary or how it fits into the organization, or they may be rigid about existing practices and therefore resist necessary changes. Leaders need to find ways to ease this transition and smoothly integrate HR into their organization.
So, how can organizations adapt to changing HR trends? Whether your company is a larger organization with an entire HR department, or a smaller organization looking to formalize HR practices, download our FREE Adapting to HR Changes Guide, which provides tips to managing shifts in the HR environment.
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